Here’s latest on pro-union legislation

Well, it doesn’t look like you’ll have to worry about a “card check” system making it easier for employees to form unions. But don’t expect Congress to let the Employee Free Choice Act (EFCA) slip away entirely.

President Obama recently admitted that the “card check” provision of EFCA — which would establish a union when a majority of employees simply sign cards indicating their support — doesn’t have enough Congressional support to pass.

But compromise measures are in the works.

These include a proposal from Rep. Joe Sestak (D-PA) that would, among other things:

  • give equal time to union organizers following “captive audience” meetings between management and workers, and
  • provide organizers with all announcements or literature distributed by the employer, so union reps can respond.

Another key issue in the legislation: arbitration. Current law requires both labor and management to engage in good-faith negotiations following union certification. But it doesn’t mandate an agreement. So talks can — and often do — go on indefinitely.

Under the current version of EFCA, if the two parties haven’t reached an agreement after 120 days, the matter would go to binding arbitration.

Clearly, that provision isn’t exactly popular with employers. Compromise proposals could include a formal timetable for negotiations, less-restrictive forms of arbitration and a mechanism for employees to vote on a company’s “last best offer.”

We’ll keep you posted.

The U.S. Chamber of Commerce has been actively campaigning against EFCA. For a look at the Chamber’s latest position, go here.

0 thoughts on “Here’s latest on pro-union legislation”

  1. This is ludichrist!!! The union, organizations, negotiations and strikes are what caused the down fall of U.S. automakers. It has brought hardships on many other businesses (Caterpillar to name one) in the last 15 years. Unions were needed when America had sweat shops, unsafe equipment and child labor, but now we have OSHA, EPA, FMLA, and the Labor Relations Board. When are the unions going to stop buying our politicians and their votes?

  2. You need work? Then work and leave my companies profits in the bank. Need a UNION? FIND ANOTHER JOB!!!!

  3. The comments listed all have merit. I dont need organized labor to have control of the work force, who to hire, who to ternimate when necessary, and to make the decision for 3 empyoyees to do a 2 man operation. If you don’t like the benefits, find the company that you do like, take some advice, when there is no profit you will have no job, example GM, Chrysler are the most rescent

  4. Why are they against it? How about union reps showing up at your employees homes? How about union reps tricking employees into signing and employees signing just to get them out of their house or off of their property? How about union reps lying about what they can do and making guarantees but back away when you ask them to put it in writing? The list goes on and on. It’s not pro union. It just makes it a lot easier for the union. Is that an oxymoron?

  5. Michael Elliott

    Its ovious to me that Steve Nesich is most likly to be a Union Organizer or just out of touch with reality.
    Its very ovious to me that the Unions are a big part of the problem in the Uniter States and is no longer needed. Ecept of course for the unions themself.And lazy people that think someone owes them somthing they havnt worked for.
    Job are going overseas because of the unions.
    Pepole are unemployed because of the unions.
    I for one will never be a part of the union.
    Even if they come to bussiness with their treats. I will deal with them at that time and hope that every responsible American does the same.
    I am with Kieth need the Unions find anouther job.

  6. I would be all for the EFCA as long as it imposes the same restrictions on the union organizers that it does on the company management.
    However, union organizing attempts are a result of bad management practices. Its best to prevent the attempt with good front line leadership skills than to stop it once it gets rolling.
    The organizers are getting smarter, they’re relying more on secrecy than they used to and by the time the company finds out the union is making a run at them, they probably already have enough cards signed to bring it to a vote.
    Keep in mind that union organizers need disgruntled employees to get they’re foot into your door.

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